Point of Contention within the Business World - Research Paper Example

?The current point of contention that exists within the business world is with regards to what level of diversity should ultimately be represented. Although there are few individuals who are in disagreement that diversity is in and of itself a net positive and able to benefit the firm/organization in question by helping it to be more representative of the natural environment in which operates, it is difficult to calm to a definitive definition with regards to what level of diversity should be represented within a given organization/firm. As a function of seeking to understand define this complex topic, the following analysis will discuss the characteristics of race and ethnicity, as well as discuss how these comprise the multicultural organization along with analyzing how a truly multicultural organization can contribute a competitive advantage for the organization. It is an undeniable fact that the world is increasingly multicultural. Due to the integrations of business and the growing globalization that defines the entire world economy, business faces a fundamental question of how they should define multiculturalism within their respective departments. The crux of this matter must necessarily be contingent upon to key factors. The first of these is with regards to what can be defined as a race and the second with what can be defined as ethnicity and culture. Although these two terms are invariably misconstrued to be one in the same, and appropriate and applicable level of understanding with respect to each of these is necessary with regards to defining an understanding the characteristics of what a truly multicultural organization must engender. Firstly, it must be understood that one of the more nebulous of the concepts which has been discussed above is necessarily that of race. Ultimately, race has been used as means of categorizing humans by cultural, genetic, geographic, anatomical, linguistic, social, religious, or historical means (Goby, 2007). As a function of this, the very definition of race is something that sociologists and anthropologists continue to argue about. Due to the many determinants of race that exist, is oftentimes been decided that since no working and firm definition of what defines one and what defines another can readily be agreed upon, ethnicity, or the means by which an individual is defined as a result of culture and geographic origin, is a far better identifier of people. Broadly speaking, race, and racial definitions is something that the stakeholder must integrate with; whether or not they are of the opinion that such a definition is ultimately helpful. Due to the fact that the stakeholder is responsible not only for integrating directly with the society but also with explicating and defining the means by which past history has taken place and continues impact upon the stakeholders within the workplace, race is not a topic that can merely be brushed aside and deemed as a prior an unsuccessful method of grouping individuals (Pinder, 2009). The fact of the matter is that even as academia and society as a whole differs upon an approach and appreciation for such a concept, it remains incumbent upon the manager/supervisor to continue to place a level and degree of focus upon the importance that race necessarily engenders. Having a diverse representation of race within the workplace allows for the firm to be able to integrate with the perspectives and needs of an increasingly diverse consumer base (Usry & White, 2000). Moreover, by representing such a range of diversity within the firm, the multicultural aura of business and business competition will be bolstered to allow the firm to compete more effectively. Regardless of the potentially flawed an incomplete understanding and appreciation for how race impacts upon the individual and society that the workers within a particular industry might necessarily have, it is incumbent upon the manager/stakeholder to seek to distance himself/herself from any of these faulty pre-conceived and ultimately unscientific interpretations. However, this must be done delicately in with a degree of understanding that encourages discourse while the same time maintaining civility and promoting individual and group rights within the groups of employees (Tovey, 1997). Within such a dynamic, it is possible for the educator to seek to broach the topic with as little intrusion and divergence into unhelpful interpretations and norms as is possible. Similarly, ethnicity, and its interpretation within modern scholarship, is something of the golden standard with respect to seeking to differentiate one individual/group from another. However, it should not be understood that such an approach is invariably on flawed. Rather than relying upon racial distinction as a means of defining one group from another, and ethnic approach necessarily places the primary emphasis upon geographic region of origin and/or cultural influences that impact upon the individual. In much the same way, the educator might just as well as second-generation German immigrants who resided in Mexico for most of his formative years as Mexican. Further, from the educator’s standpoint, ethnicity, and the interpretation thereof, has become one of the primal means by which individuals within the current world seek to differentiate themselves from their peers (Chang, 2009). Such a level of understanding brings the analysis to the secondary issue that was briefly referenced within the thesis of this particular paper; namely, the means through which firms can seek to promote multiculturalism throughout their respective branches. Firstly, it must be noted that seeking to take a firm from being a non-multicultural entity and promoting it towards a level multiculturalism is not something that can or should take place overnight (Jackson, 2012). Rather, it is a nuanced process that must engage a varying level of considerations throughout the respective branches and departments of the firm. For instance, if a firm finds itself, through a process of self audit and introspection, lacking with regards to the overall level of multiculturalism that is represented, one of the first things that it can do to correct this deficiency is by calling a meeting with its key decision-makers and formulating a human resources strategy that will not only seek out talent within the outside world that ascribes to a certain multicultural specification, they must also encourage a culture of multicultural appreciation within the firm (Hughes, 1999). This secondary complement is perhaps the most important complement of all with respect to how multicultural efforts can be improved and communicated throughout the broader business entity. In short, it is necessary for the business to rely upon change mechanisms in order to engage stakeholders with regards to the overall levels of importance that multiculturalism portend for the future success and profitability of the firm. Without engaging the stakeholders and representing to them the cultural necessity for multiculturalism and change, the degree and extent to which any proposed shifts in hiring practice, and/or demands by upper management will be fulfilled, will ultimately be severely lacking and potentially destructive. Accordingly, a pitfall that many industries have made is merely tasking human resources with seeking out multicultural hires in providing the needs of the firm for the relevant future. Although this approach is useful, in and of itself, such an approach is futile and less cultural elements within the firm are also addressed tangentially to the future hiring process that has thus far been referenced. Through the concepts which have previously been defined, many firms and business entities continue to display relatively low levels of diversity and low levels of diversification growth. Whereas diversification in and of itself is not the gold standard, seeking to promote and grow the level of representativeness/diversification is the ultimate goal towards which organizations and businesses should strive. Again, due to the fact that the concepts and definitions which it previously been described have been somewhat nebulous, the stakeholder within such an organization should seek to measure the level of diversity quarter to quarter and year to year. This can be done in simple terms by seeking to analyze and quantify the overall number of minorities, women, disabled, and others that the firm has hired comparative to previous time periods. Yet, it should not and cannot be understood that merely performing a running tally of overall hires is in and of itself sufficient. Rather, it is also necessary for a firm/organization to consider the overall level of pay that these diverse shareholders receive all stop whereas a firm may fully represent diversity, the disparity of pay may be its ultimate downfall. References Chang, S. J. (2009). When East and West Meet: An Essay on the Importance of Cultural Understanding in Global Business Practice and Education. Journal Of International Business & Cultural Studies, 21-13. Goby, V. (2007). Business Communication Needs: A Multicultural Perspective. Journal Of Business & Technical Communication,21(4), 425-437. Hughes, D., & Romeo, G. C. (1999). Enhancing multiculturalism for nontraditional students. College Student Journal, 33(3), 407. JACKSON, R. (2012). Multiculturalism in restaurants is good business. Nation's Restaurant News, 46(18), 16-20. Pinder, R. (2009). Power in diversity for adland's giants. Campaign (UK), (21), 19. Tovey, J. (1997). Addressing Issues of Cultural Diversity in Business Communication. Business Communication Quarterly, 60(1), 19-30. Usry, M. L., & White, M. (2000). Multicultural Awareness in Small Businesses. Business Forum, 25(1/2), 10. Read More